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Getting Older; Getting Better
Americans over 65 years old will make up more than 16 percent of the
country's population by 2020. Many of these workers are from the
Baby Boom generation, born 1946-1964 depending on your source.
David DeLong, author of "Lost Knowledge:
Confronting the Threat of an Aging Workforce" cites an example.
Many of us remember that Americans went to the moon 6 times between 1969
and 1972 with the Apollo missions. Today we couldn't go again if we
wanted to because engineers retired and NASA did not keep blueprints.
Retiring Baby Booms equate to a talent and
brain drain for business. This is normal and it is also normal and
beneficial to hire younger workers with fresh ideas. Yet, many
workers nearing retirement find work rewarding, wish to continue working,
and are able to contribute a great deal to the organization.
Studies show older workers are loyal,
dependable, and may have a wealth of knowledge and experience. The
physical process of aging, or senescence, can also result in added expense
to the organization, such as additional sick days, higher medical
claims and possibly lowered productivity.
What are the best ways to maximize the
gifts that older workers can contribute while minimizing additional costs?
Here are some suggestions:
- Avoid loss of intellectual capital.
Recognize the fact that your workforce is aging and plan for it by
learning from other countries who are planning.
A Manpower study reveals that Japan and Singapore are most aware of the
potential loss and have actively planned to retain workers over the age
of 50. For example, younger managers are being prepared to learn
how to retain older workers by discovering what will keep them engaged
and productive, rather than the traditional reverse roles.
- What engages older workers? Ask
them how to make things better.
Harvard Business Review conducted an experiment at BMW where they
created an assembly line where the average age was 47. They then
asked the group what would make things better. Among other things,
the group identified age related problems such as difficulty reading
small print and sore feet from standing all day on hard surfaces.
The company responded by creating magnifying lenses to ease eye strain,
invested in cushioned shoes, wooden floor pads, and exercise stations to
stretch out tight muscles. The cost of the investments were ten
times less than expected.
As a result of over 70 changes made at the suggestion of the employees,
the line experienced a 7% increase in productivity, the defect rate
dropped to zero and time-off for sick leave fell below factory average.
- Develop a knowledge sharing program.
NASA developed an elaborate knowledge sharing program that uses
'storytelling' among other things to pass on knowledge to younger
program managers. They have master program manager forums to tell
stories about how they successfully implemented space programs and also
how they didn't do things.
- Aging workers may experience more
loss and loneliness through their own or loved ones illnesses.
They may be more prone to depression, anxiety, and substance abuse,
particularly prescription medication. Check what services are
available through your Employee Assistance Program to support the needs
of older workers.
Paying attention to what your older workers
have to offer will benefit both them and your organization by honoring
their experience, providing a rich mentoring opportunity for younger
employees, and creating a vibrant organizational community.
Holly Gardner Socolow, MHS, is
Manager of Employee Assistance Services at Life Management Associates.
You can contact Holly at 717.394.6688 / 800.327.7770 or via email
hsocolow@lifemanagement.cc
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